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The purpose of this paper is to evaluate the effectiveness of a brief, Cognitive Behaviour Therapy-based group intervention in anger management with male offenders. All participants were the subject of a stipulation to attend the programme under a probation order, and were at the time of the study being managed in the community.

Totally, 105 offenders attended the anger management programme, which was delivered by the Probation Board for Northern Ireland (PBNI), between 2008 and 2010 across a range of centres, representing most regions of the province. Prior to treatment, the offenders completed two measures: The State Trait Anger Expression Inventory (STAXI), and the Stages of Change Scales (SCS). Both these measures were also completed at the end of the programme of treatment.

It was found that the programme significantly reduced the expression of anger as well as state and trait anger among offenders referred to the programme as measured by the STAXI. Both the action and maintenance subscales of the SCS were significant predictors of improvement in anger expression. The action subscale was shown to be a valuable predictor of readiness for change amongst the offenders.

Assessing an offender’s readiness to change may enhance selection for specific rehabilitation programs thus reducing drop-out rates leading to a more efficient use of resources. This study demonstrates that those participants who were found to be more ready for change, benefited most from the intervention programme.

This study aims to conduct a comparative exploration into the effects of culture, social values and entrepreneurial motivation on the career decisions of youth in the newly liberalizing economy of Bhutan. These data should inform current efforts in that country to foster greater entrepreneurship among young people as a means to national development and enhanced levels of gross national happiness (GNH).

We surveyed 144 young people with an express interest in becoming educated in business and entrepreneurship, located in Bhutan and Canada. We measured the seven Hofstede's dimensions of national culture, two dimensions of social values from the world values survey and the three dimensions of McClelland's need for achievement construct – in all cases by reusing well-established metrics from the entrepreneurship and international business literature. The novel Bhutanese data are then compared to the equivalent data for Canada to provide context for their interpretation.

Our results show significant and wide-spread differences in the measures of culture and social values. On the measures of achievement motivation, our results show that the Bhutanese youth differ only in a significantly lower need for demonstrating mastery.

This study appears to be the first report of the widely used international measures of culture, values and motivation for Bhutan, which represents a context that differs very significantly from many of its Asian neighbors and from western countries that are the usual subjects of research into drivers of entrepreneurship. As such, Bhutan may form an important test of the generalizability of theories of entrepreneurship and national development.

Our results point to novel and clear linkages between national policy objectives of increased entrepreneurship among youth and the specific supports and obstacles that exist in the national culture and values. These linkages, along with our findings on Bhutanese levels of achievement motivation, should inform the development of training programs to support the achievement of the national objectives.

Bhutan represents a unique combination where national entrepreneurship programs are being used for economic development in the context of a highly traditional social environment based on the maximization of GHN. Our results provide a unique insight into significant effects that culture and values may have in the realization of these goals for the people of Bhutan.

This study examined the casual workplace in the context of diffusion of innovation. The innovation of the casual workplace, the wearing of casual clothing to the office, has had positive effects on most aspects of the corporate culture. Rogers' model of innovation‐decision process (1995) provided the conceptual framework for this study. Questionnaires were sent to human resource executives of US Fortune 500 companies, with 189 executives responding to the mailed survey. Respondents were categorised into one of Rogers’ (1995) adopter categories. Chi‐square goodness‐of‐fit test, chi‐square analysis and analysis of variance (ANOVA) were used to test H1, H2 and H3 respectively. The percentages of the companies that are categorised in each of four adopter categories in this study differed from the percentages in each of five adopter categories in Rogers' (1995) model. Human resource executives’ cognisance of the casual workplace differed on two knowledge components and two casual workplace persuasion components, relative advantage and compatibility. Because the number of Fortune 500 companies adopting casual workplace attire appears to be increasing, the need for this attire continues. Therefore, textile marketers, dry‐cleaners and retailers are challenged to provide products and services to meet consumers' casual workplace apparel needs.

Although business incubators are widely used support mechanisms for innovative entrepreneurship, the literature still lacks theoretically based explanations of how the incubation process creates value for stakeholders. This study aims to address this gap by developing a conceptual model, and related research propositions, that explains how the entrepreneurial logic in use by an incubator influences the incubation process (selection criteria and service offering) and performance.

Integrating the effectuation and entrepreneurial opportunities literature, which shares common conceptualizations about how the predictability of the future affects entrepreneurial action, the authors posit two archetypes of entrepreneurial logic that are associated with different incubation processes (causal or effectual) and two archetypes of opportunity attributes (discovery- or creation-based) that affect the incubation process needed to support their development.

Juxtaposing these archetypes, the proposed cross-level conceptual model specifies four levels of fit (ideal, surplus, deficit and mismatch) between the incubation process and the opportunity attributes of individual ventures, which directly influence venture performance (high, moderate and low). In turn, an incubator's performance is largely shaped by the overall performance of ventures in its portfolio.

This paper responds to the call for theory-building that links the antecedents and outcomes of the incubation process across levels of analysis. In addition to developing a conceptual model and research agenda at the intersection of entrepreneurship and business incubation, the proposed model also has implications for incubator directors deciding how to allocate limited resources, and for public/private sector administrators interested in leveraging investment in business incubators.

As a longstanding fellow-traveler and occasional critic of symbolic interaction, I read Dave Snow's paper with the following five basic Scientific Interest (S.I.) assumptions in mind: (1) there are no immaculate perceptions; (2) no object, actor, action, or situation has intrinsic stimulus properties; (3) therefore there are no inherent meanings for any object, actor, action, or situation; (4) the meaning of any object, actor, action, or situation is the response made to it; (5) therefore, there are as many meanings for any object, actor, action, or situation as there are responses made to it. In other words, meanings are constructed. Hence the different responses – the different meanings for or meanings of – the Fall 2005 Paris Riots and the current Spring 2006 Paris protests. I am also mindful of William I. and Dorothy Swaine Thomas's (1928) statement of what has come to be known as the Thomas theorem: “Whatever men [sic] define to be real is real in its consequences.”

Ex‐service personnel face numerous and significant problems upon discharge from the forces. The purpose of this paper is to explore experiences of the transition from military to civilian life and to identify some of the barriers and facilitators to re‐employment.

In‐depth interviews were carried out with 11 ex‐servicemen who had previously served in the UK armed forces and analysed using interpretative phenomenological analysis (IPA).

Participants described their experiences in terms of three broad themes: characteristics of a military life; loss as experienced upon return to civilian life; and the attempt to bridge the gap between these two lives. Transcending these themes was the notion of identity, illustrating that the transition from military to civilian life can be viewed as a shift in sense of self from soldier to civilian.

The current study only recruited male ex‐service personnel and therefore the findings may not accurately represent the experiences of female service leavers.

The military needs to ensure that not only is support provided for all service personnel, but that it goes beyond basic vocational advice. Although the needs of ex‐service personnel are defined by factors other than unemployment, such as trauma or the sudden loss of security, they do relate back to unemployment in some capacity. Methodological changes to the discharge process could help this population to achieve a more continuous trajectory rather than a fragmented one.

The present study has provided further insight into the identity experiences of ex‐service personnel along their journey from soldier to civilian. Breakwell's Identity Process Theory provided a valuable framework for understanding the experiences of ex‐service personnel.

This paper aims to explore cultural attitudes and beliefs about entrepreneurship in the southwestern region of Cameroon. This study also identifies the existence of subcultural variations with important implications for the development of entrepreneurial activities in Cameroon.

The paper uses the hybrid qualitative/quantitative Q methodology to survey and analyze a purposively diverse sample of individuals and thereby discover subcultural structures and patterns to the attitudes and beliefs that exist in Cameroonian culture.

This study discovers three distinct subcultures that differ significantly in their attitudes and beliefs about entrepreneurship. These subcultures can neither be predicted from commonly used national measures of cultures, such as those of Hofstede, nor are they directly attributable to regional effects.

The author calls into question the continuing use of national culture as a construct in explaining and predicting entrepreneurial activities, through discovery of subcultures at odds with national measures. Further research should be undertaken to assess the prevalence within Cameroonian society of the three widely different subcultures identified here.

This paper highlights the importance of incorporating subcultural variations in attitudes and beliefs (whether regional, tribal or other) in the development and implementation of public policies to affect national entrepreneurship.

The paper applies a novel methodology to qualitatively explore the subjective variations in the meaning and value of entrepreneurship in Cameroonian society, and to quantitatively develop a structure or typology to these variations.

The Bureau of Economics in the Federal Trade Commission has a three-part role in the Agency and the strength of its functions changed over time depending on the preferences and ideology of the FTC’s leaders, developments in the field of economics, and the tenor of the times. The over-riding current role is to provide well considered, unbiased economic advice regarding antitrust and consumer protection law enforcement cases to the legal staff and the Commission. The second role, which long ago was primary, is to provide reports on investigations of various industries to the public and public officials. This role was more recently called research or “policy R&D”. A third role is to advocate for competition and markets both domestically and internationally. As a practical matter, the provision of economic advice to the FTC and to the legal staff has required that the economists wear “two hats,” helping the legal staff investigate cases and provide evidence to support law enforcement cases while also providing advice to the legal bureaus and to the Commission on which cases to pursue (thus providing “a second set of eyes” to evaluate cases). There is sometimes a tension in those functions because building a case is not the same as evaluating a case. Economists and the Bureau of Economics have provided such services to the FTC for over 100 years proving that a sub-organization can survive while playing roles that sometimes conflict. Such a life is not, however, always easy or fun.

The purpose of this paper is to gather the current definitions of supply chain management in practical and analytical usage, to develop standards for assessing definitions and to apply these standards to the most readily available definitions of the term.

In this research, the authors gathered the current definitions of supply chain management in practical and analytical usage from journals, textbooks, universities, and industry associations and online.

The research ends with proposed definitions for consideration. Discussion and areas for future research are included.

Involved organizations, supply chain management programs in higher education, and professional and certifying organizations in the field need to meet and work together to research consensus on the final definition of the field, realizing that definitions can evolve, but also recognizing that a starting point is needed in this rapidly growing area.

The authors argue, quite simply, that a consensus definition of supply chain management is unlikely as long as we continue offering and accepting definitions that are technically unsound. Many of the current definitions violate several principles of good definitions. For these reasons, they are either empty, too restrictive, or too expansive. Until we come across or develop a definition that overcomes these limitations and agree on it, then we will still search for “the” definition without finding it. The field will become more crowded with definitions, but less certain, and progress will be restricted.

Theoreticians, researchers, and practitioners in a discipline require key terms in a field to share a nominal definition and prefer to have a shared real or essential definition. Yet in supply chain management, we find no such shared definition, real or nominal. Even the Council of Supply Chain Management Professional offers its definition with the caveat: “The supply chain management (SCM) profession has continued to change and evolve to fit the needs of the growing global supply chain. With the supply chain covering a broad range of disciplines, the definition of what is a supply chain can be unclear” (CSCMP, 2016).